The performance appraisal that’s not: Keeping up appearances

Abstract

The long-standing division between proponents and opponents of orthodox performance appraisal disguises a practical dilemma for managers who favour its abolition, but are constrained by head office policy and the expectations of entrenched corporate culture. This paper presents a solution to that dilemma, drawing on advice from a seventh century Pope – preserve the outer appearance, revolutionise the inner dynamic. The Business Unit and Individual Development (BuiLd) Plan preserves the superficial structure of the traditional appraisal ‘discussion’. But in its internal process it replaces the focus on subordinate blame and training based on weaknesses, with a commitment to management accountability and to development based on strengths.